Talent Acquisition Leader

Role Summary
The Talent Acquisition Leader is responsible for designing and leading Global Industrial’s enterprise‑wide talent acquisition strategy to attract, hire, and retain high-quality talent across corporate, distribution, sales, technology, and leadership roles. This leader will serve as a strategic partner to the Executive Leadership Team, ensuring hiring strategies align with business growth, modernization, and operational excellence objectives.

This role requires a hands‑on leader who can scale recruiting operations, elevate the employment brand, strengthen early‑career and operational pipelines, and drive accountability through data and process discipline.

Key Responsibilities

Develop and execute a comprehensive TA strategy aligned with business priorities, growth plans, and workforce needs across North America and global teams.

Partner with the ELT and senior leaders on workforce planning, succession pipelines, and critical role identification.

Balance near‑term hiring execution with long‑term talent pipeline development (DCs, sales, IT, leadership)

Hiring Operations & Execution Excellence

Distribution & warehouse hourly roles

Corporate, sales, and functional professionals

Technology and analytical talent

Leadership and executive searches

Ensure consistent, equitable, and compliant hiring practices across all locations.

Team Leadership & Capability Building

Lead, coach, and develop a high‑performing TA team with clear roles, performance expectations, and career paths.

Establish clear service models and SLAs with HRBPs and business leaders.

Build recruiting capabilities in:

Operational / hourly hiring

Interviewing and assessment discipline

Market intelligence and advising leaders

Employer Brand, University & Talent Pipelines

Strengthen Global Industrial’s employment brand across corporate and operational audiences.

Own early‑career strategy, including campus, internship, and rotational pipelines where applicable.

Expand diverse talent pipelines through targeted sourcing, partnerships, and community engagement.

Recruitment Technology, Data & Governance

Own TA tools and systems (ATS, sourcing tools, assessments) and continuously improve adoption and effectiveness.

Establish a metrics‑driven TA operating model, including dashboards and regular reporting on:

Diversity outcomes

Hiring manager and candidate experience.

Ensure compliance with employment laws, internal policies, and audit requirements.

Manage external recruiting partners, agencies, and vendors, including fee negotiation and performance accountability.

Own the TA budget and ensure cost‑effective hiring outcomes.

Competencies and skills

Bachelor’s degree in Human Resources, Business, or related field (Master’s preferred).

12–15+ years of progressive Talent Acquisition experience, including 5+ years leading TA teams.

Experience supporting distribution, supply chain, sales, and/or industrial environments.

Proven success scaling hiring across multiple locations and role types.

Strong executive presence and ability to influence senior leaders.

Data‑driven mindset with experience using metrics to drive change.

Preferred

Exposure to global or offshore talent models.

Experience improving recruiting operations during periods of growth, modernization, or labor market tightness.

Critical Leadership Competencies

Strategic thinking with strong execution bias

Business partnership and influencing skills

Operational discipline and process rigor

People leadership and talent development

Change leadership and continuous improvement mindset

Success Measures (First 12–18 Months)

Improved time‑to‑fill and pipeline health across critical roles

Increased hiring manager confidence and satisfaction

Clear TA operating rhythm with transparent metrics

Stronger bench for leadership, IT, and DC talent

Elevated employment brand in competitive talent markets

Compensation
The pay range for this position starts at $130,000 per annum. The exact compensation offered will be determined based on the candidate’s experience, skills, qualifications, and internal equity, as well as market considerations.

EEO/AA Statement
Global Industrial provides equal employment opportunities to all employee and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absences, compensation and training.

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